SSA Employee Handbook 2021

Employee
HANDBOOK
2021
For California employees, please see your California-specific employee handbook.

TABLE OF CONTENTS
TABLE OF CONTENTS
3 - LETTER FROM SEAN 19-21 - LEAVES OF ABSENCES
4-5 - WHO IS SSA? 21-24 - TIME RECORDS & PAY
6 - DICE 24-32 - ATTENDANCE & YOUR WORKDAY
7 - WHAT INSPIRES YOU? 33-35 - SSAFETY POLICY
8 - CAREER OPPORTUNITIES 36-38 - DRUG & ALCOHOL POLICY
9 - RESOURCES 38 - EMPLOYEE CONDUCT
10-12 - INTRODUCTION 39 - SEPARATION OF EMPLOYMENT
12-16 - OUR COMMITMENTS TO YOU 40 - CONCLUSION
16-18 - EMPLOYEE BENEFITS 41 - CERTIFICATE OF RECEIPT
2
SSA | EMPLOYEE HANDBOOK
Lett er from Sean
Hello,
I would like to personally welcome you to SSA. Hopefully, your experience from
this day forward will be one of the key learning points in your professional life. At
SSA, we believe in our people and our culture. In fact, many of our people say that
SSA is different – we are unique. We are a family of diverse individuals, we believe
in our clients’ missions, we invest in our people, we treat people with respect, and
we want to grow. We continue to expand our business because it provides ample
professional opportunities for you. Enjoy your time with us, and we can’t wait to
meet you.
Respectfully,
Sean McNicholas
Chief Executive Officer
“Never doubt that a small group of thoughtful, committed people

can change the world. Indeed, it is the only thing that ever has.”
- Margaret Mead
3
WHO IS SSA?
WHO IS SSA?
Rooted in family and relationships, SSA Group, LLC (“SSA” or “Company”) activates the ticketing,
culinary, and retail merchandise moments between the experiences at cultural attractions across
the United States. Founded almost 50 years ago, SSA is headquartered in Denver, Colorado,
partners with over 60 cultural attractions, and has served well over 20 million families annually.
SSA is an industry leader in delivering an innovative suite of products and revenue driving
services. Built by family, for families, our operational models are powered by exceptional results
and continuously reshaped to align with changing consumer expectations. Our motto is, “Your
Mission. Together.”
NO ONE DOES FOOD, RETAIL

AND ADMISSIONS TOGETHER LIKE SSA
We are the only company that offers all three with a concentration on authenticity,
relationships, and continuous growth to expand and shift the guest experience.
ADAPTABILITY AND RESILIENCE AT OUR FOUNDATION

Whether that means moving quickly to adapt to a post COVID-19 world, or thinking about
new and energized approaches to food, retail and ticketing - resilience and innovation are
core behaviors of SSA leaders. Our re-launch is reigniting cultural attractions with a suite of
products and services that have been reshaped to align with new costumer expectations.
BUILT BY FAMILY, FOR FAMILIES

Families are and will continue to be the focus of our business. These families include: the
families of visitors at our cultural attraction partner locations; a family of services; a family of
companies; a family of partnerships.
ROOTED IN SUSTAINABILITY
Whether that means reduced waste, alternative product materials, sustainable business
models, or a sustainable workforce - together, we are making the world better, one
community at a time.
4
WHO IS SSA?
OUR CORE COMPANY ... Now with

FOUNDED
Serving cultural & iconic attractions
for almost half a century
LEADERS
Sean K. McNicholas Eric Loyall Shannon Fitzgerald

President & CEO Chief Operating Officer Chief People Officer
GROWTH ATTRACTION BREAKDOWN
SSA doubled in size between 2004 Zoos /

and 2010, and then doubled in size Botantical Gardens
again between 2010 and 2016
We serve over Museums / Aquariums /

Nationwide Iconic Attractions
Geographic cultural attractions in
Coverage Our growth strategy is to partner
cities in
with family-oriented attractions
states!
KEEP UP WITH US!

LIKE US JOIN US
facebook.com/ssagrp Linkedin.com/company/thessagroup
FOLLOW US VISIT US
Instagram @thessagroup thessagroup.com
5
DICE
DICE
DICE is a group of leaders from units across SSA driving resources and professional development,
including the below initiatives.
Note that some of these initiatives may be temporarily on-hold due to COVID-19.
DICE CHAPTER TEAMS: In-unit chapter committees of local

team members meet periodically to focus on implementing initiatives
surrounding diversity, social responsibility, recruitment, employee
engagement, communication, employee appreciation and more.
MENTORSHIP PROGRAM: This is an opportunity for leaders to be paired with a

mentor from the SSA family for leadership coaching driven by our five pillars. Applications are
submitted and reviewed in the Fall, and the program runs from Fall through Spring.
SSAVVY CLASSES: SSA’s leaders are offered to virtually join presentations, discussions
and townhalls focusing on professional development topics related to our business (including
leadership, client relationships, financials, diversity, and public speaking).
CULTURESHIP PROGRAM: Select hourly supervisors are chosen from SSA units across
the Company to be exposed to other SSA operations. It’s important to us that our employees,
including our emerging leaders, can see their futures within SSA.
ENGAGEMENT SURVEY: We want to ensure that all voices are heard, so each year,
DICE collects anonymous feedback from employees nationwide that assists in driving decisions,
initiatives, and responses from SSA’s leadership team.
ANNUAL AWARDS: Every year, DICE recognizes those who have gone above and beyond
in different categories, including guest service. These individuals are nominated by their
leadership teams, and those who are selected receive an award from DICE.
6
WHAT INSPIRES YOU?
WHAT INSPIRES YOU?

“Working for SSA means I get to see many different people from all walks of life coming
together to have fun while learning about conservation.” – Bethany Kates, Retail Sales
Associate, Wonders of Wildlife National Museum and Aquarium, Missouri
“Working for SSA is like being a part of a big family. It’s a truly amazing feeling to have the
support and guidance to help me grow personally and professionally!” – Sean Paschall, General
Manager, Louisville Zoo, Kentucky
“Having the privilege to develop others into

incredible leaders.” – Kytonni Cooper, Assistant
F&B Manager, Riverbanks Zoo, South Carolina
“Getting to work with a diverse group of

people that share the same passion inspires
me.” – Nina Hallo, Assistant General
Manager, Pittsburgh Zoo & PPG Aquarium,
Pennsylvania
“Working for a company that places such

value in its people and their personal
and professional growth.” – Kelsey Gearns,
Assistant Retail Operations Manager,
Cincinnati Zoo, Ohio
“Knowing that I am really appreciated and loved in my job.”

– Esther Silva, Kitchen Supervisor, El Paso Zoo, Texas
“I love teaching and learning from others, and just being able to help people grow.”
– Peter Cabrera, Executive Chef, Fresno Chaffee Zoo, California
“I’m inspired by the relationships that are built with each other beyond our job titles.”
– Casey Taufa, Cashroom/Office Assistant, Hawaii
“I feel that no matter what we do, or what we encounter, SSA is very committed to improvement.
Always looking to be better, smarter and more successful! You feel this sense of commitment
from every account and at every level.” – Lori Parsons, HQ Accounts Receivable, Colorado
“SSA has become a second family for me over the past three years. The employees genuinely
care about each other and work together as a team.” – Lauren Larson, Catering Captain, Reid
Park Zoo, Arizona
“I enjoy working for SSA because it is an awesome environment to be a part of. I love how well
everyone gets along!” – David Hitt, F&B Associate, Buffalo Zoo, New York
7
CAREER OPPORTUNITIES
CAREER OPPORTUNITIES
We don’t just provide jobs; we provide a stepping-stone for professional
and personal growth. We recognize that an investment in our team CHECK OUT OUR
members not only benefits us, but also the communities in which we CAREERS PAGE
serve.
Your career path is what you make of it; in fact, some positions exist today that didn’t a few years
ago. Many members of SSA’s leadership team – including Headquarters employees, General
Managers, and Department Leaders – started off in frontline positions.
The future belongs to those who

believe in the beauty of their dreams.
- Eleanor Roosevelt
8
RESOURCES
RESOURCES
IN-UNIT POINT PERSON: Each SSA unit has a “point person” for matters related to
the lifecycle of your employment. This is a role that may be fulfilled by a n Office Associate,
Operations Manager, and/or the General Manager. If the role is someone other than your
General Manager, know that your General Manager is an additional resource outside of the on-
site point person, as is your direct report. To find out who your unit’s point person is, please see
your direct leadership team. If you’re ever not comfortable speaking to your team in-unit, you
can reach out to the People Department at Headquarters.
PEOPLE DEPARTMENT: The People Department is based at SSA’s Headquarters in

Denver, Colorado. SSA encourages employees to first address any concerns through their direct
leadership and/or General Manager; however, if an employee is uncomfortable addressing the
concern in-unit, the People Department is available for employees to report concerns and receive
general guidance.
Back Row, Left to Right:

Chelsea Clay,
Chris McNicholas,
Kassey Kampman,
Scott Schroeder
Front Row, Left to Right:

Shannon Fitzgerald,
Lela Manoli,
Jason Stover
If you need to reach out to the People Department, please email PeopleDepartment@thessagroup.com.
You may also call 303.322.3031 and ask for a People Department representative.
TOAST
Toast (accessible at Denver.estratex.com) is our Human Resources Information System (“HRIS”)
that houses personnel data. It is important that you regularly access this site for the following
reasons, including, but not limited to:
• Update your personal information, • Request Time Away From Work (“TAFW”)
including your address, phone number, if applicable; and
W-4 exemptions and dependents, and
• Sign up for direct deposit, access your
emergency contacts;
timesheets, and view your paystubs.
• Access your W-2;
9
INTRODUCTION
PURPOSE OF THIS HANDBOOK

This handbook is not a contract, nor does it create a contract, and nothing contained in this
handbook is an enforceable promise of any kind. Rather, this handbook is designed to inform
you about the current policies, benefits, rules, and procedures that apply to SSA’s operation. It
is intended solely for informational purposes. This handbook, and the policies and statements it
contains, may be revised by SSA at any time, at its sole and absolute discretion, for any reason,
without notice.
This handbook supersedes and/or modifies any and all pre-existing handbooks, rules, benefits,
policies, and procedures, whether written or otherwise. In the event of a conflict between the
terms of this handbook and any other prior handbooks, rules, benefits, policies, or procedures,
the terms set forth in this handbook shall govern. Note that each SSA unit has location-specific
policies that may go more in-depth than what is outlined in this handbook.
At the Company’s sole and absolute discretion, failure to adhere to any of the policies or
procedures outlined within this handbook and/or your location-specific policies or procedures
may result in disciplinary action, up to and including termination.
ABOUT YOUR EMPLOYMENT

EMPLOYMENT AT-WILL
Your employment with SSA is considered “at-will,” which means that your employment has no
definite term. You may terminate your employment at any time, with or without cause, and
with or without notice, and the Company has the same rights. No employee or representative
of the Company, other than the Chief Executive Officer of the Company, has any authority, at
any time, to enter into any agreement of employment for any specified period of time, or to
assure any other personnel action relating to you, or to assure any salary, benefits, or other
terms or conditions of employment, or to make any agreement related to your employment
that is contrary to this at-will policy. In order to be valid, any such agreement must be in writing
and signed by the Chief Executive Officer of the Company. This policy supersedes any other
communication, assurance, or promise which may have been made to you at any time, whether
oral or written.
NEW EMPLOYEE INTRODUCTORY PERIOD

If you are a new employee, the first ninety (90) days of your active employment will be
considered an introductory period. This period will give you time to become acquainted with
your job, and it will give SSA an opportunity to fairly evaluate your progress and potential
as a new employee with the Company. SSA reserves the right to accelerate or lengthen this
introductory period in the event it is necessary, at the Company’s sole and absolute discretion.
10
INTRODUCTION
At all times, your employment continues to be “at-will,” both during and after the introductory period.
Experience is the best teacher in our business. We want to help you successfully complete your
introductory period by providing you with the necessary information and instruction to perform
your job. Your unit’s leadership team is available to help you in this regard. Therefore, let them
know if you have any questions or concerns regarding the work assigned to you. Above all, do
not get discouraged. We hired you because we want to see you succeed.
CATEGORIES OF EMPLOYMENT
SSA has several categories of employment, as follows:
• “Salaried” Employees are employees who are paid based on a weekly salary, regardless of
the number of hours they work.
• “Hourly” Employees are employees who are paid based on an hourly wage rate multiplied by
the number of hours they work.
• “Full-Time Hourly – Benefit Eligible (FTBE)” Employees are employees who are hired to
work an average of thirty (30) or more hours per week and may likely work a minimum of
eleven (11) months out of the year (or approximately 48 weeks), as business needs dictate.
This employee is considered full-time and may be in a position to work during both peak
and non-peak seasons. If the employee does not meet the required average hours of a FTBE
employee for more than four (4) consecutive pay periods, the employee’s classification may
be changed to Part-Time Hourly Non-Benefit Eligible (“PTNBE”), and benefits may be revoked
pursuant to law.
• “Part-Time Hourly – Non-Benefit Eligible (PTNBE)” Employees are employees who are
hired to work less than thirty (30) hours per week as business needs dictate. This employee
may work more than thirty (30) hours per week during the peak season(s) but will not be
eligible for the Company’s benefits program, including but not limited to, health and dental
insurance, unless otherwise required by law. This employee classification can be changed to
FTBE status by the General Manager at any time, in writing, and only if the employee meets
the criteria for a FTBE employee.
• “Seasonal – Non-Benefit Eligible” Employees are employees who will likely only work up
to approximately six (6) months or less in a position that begins in roughly the same part(s)
of the calendar year, each year, such as the summer, holidays, and/or peak seasons. This
employee classification can be changed to FTBE or PTNBE by the General Manager at any
time, in writing, and only if the employee meets the criteria for a FTBE or PTNBE employee.
• “Non-Exempt” Employees are employees who are entitled to overtime premium pay, unless
otherwise required by law.
• “Exempt” Employees are employees who are not entitled to overtime premium pay, unless
otherwise required by law.
11
INTRODUCTION
Employees can fall into more than one of the above categories, e.g., “Full-Time Hourly – Benefit
Eligible, Non-Exempt” Employee status is specified during the job offer and hiring process, but it
may be revised by the General Manager as business needs dictate. If you have any questions as
to what your employment status is, please reach out to the in-unit person and/or your General
Manager.
JOB DESCRIPTIONS
SSA seeks to maintain job descriptions for all positions, which serve as an outline only. Due to
business needs, you may be required to perform job duties that are not within your written
job description. Furthermore, the Company may have to revise, add to, or delete from your job
duties as dictated by business needs, with or without advance notice to employees. If you have
any questions regarding your job description or your responsibilities, or if you do not have a
current copy of your job description, please speak with your direct leadership team.
PERSONNEL RECORDS
We maintain personnel records for every employee for several reasons, including but not limited
to: properly maintaining your insurance and other benefits (if applicable), computing your
payroll and appropriate deductions, planning for emergencies, sending you mail, and otherwise
complying with various state and federal laws and regulations. It is important to both the
Company and you that your personnel records are kept accurate and up-to-date. Therefore,
we ask that you immediately notify your in-unit person, and/or make the applicable updates in
Toast, if there are any changes to your information, such as: your address, telephone number,
marital status (for insurance purposes as applicable), your legal name, your emergency contacts,
your 401(k) beneficiary(ies) (as applicable), the status of your W-4 exemptions and number of
dependents, and your immigration status (as applicable). All such information will be treated as
highly confidential and will be available only to those people with a need or right to know the
information.
OUR COMMITMENTS TO YOU

EQUAL EMPLOYMENT OPPORTUNITY
SSA is proud to be an equal opportunity employer. It is our policy to create a work environment
which is free of harassment, discrimination, or retaliation to all qualified applicants and
employees without regard to their race, religious creed, color, national origin, ancestry, physical
disability, mental disability, medical condition, genetic information, marital status (including
registered domestic partnership status) sex and gender (including pregnancy, childbirth, lactation,
and related medical conditions), gender identity and gender expression (including transgender
individuals who are transitioning, have transitioned, or are perceived to be transitioning to the
gender with which they identify), age (40 or over), sexual orientation, military and veteran status,
or any other protected status as established by federal, state, or local law.
12
COMMITMENTS TO YOU
SSA also prohibits unlawful discrimination or harassment against employees and covered persons
who are perceived to have any of these characteristics or who associate with a person who has,
or is perceived to have, any of these characteristics.
All SSA employees, officers, principles, agents, workers, contractors, and representatives are
prohibited from engaging in unlawful discrimination or harassment. This policy applies to
persons in all terms and conditions of employment, including, but not limited to, recruitment,
hiring, training, promotion, transfer, discipline, layoff, compensation, benefits and termination of
employment.
REASONABLE ACCOMMODATION
SSA complies with the Americans with Disabilities Act (“ADA”), as amended by the ADA
Amendments Act, and all applicable federal, state or local laws. Consistent with those
requirements, the Company will reasonably accommodate qualified individuals with a disability
if such accommodation would allow the individual to perform the essential functions of the
job, unless doing so would create an undue hardship on the Company. SSA will also, where
appropriate, provide reasonable accommodations for an employee’s religious beliefs or practices.
SSA will also, where appropriate, provide reasonable accommodations for an employee’s religious
beliefs or practices, and military/civil service. If you believe you need an accommodation, please
refer such request to your General Manager or the People Department at Headquarters.
OUR POLICY AGAINST HARASSMENT, DISCRIMINATION, AND

RETALIATION
*New York and Illinois employees - please see your General Manager for your state-specific SSA Policy Against Harassment.
HARASSMENT AND DISCRIMINATION OVERVIEW

SSA does not tolerate workplace harassment or discrimination, including sexual harassment and/
or other forms of workplace harassment or discrimination based on race, color, religious creed,
national origin, ancestry, physical disability, mental disability, medical condition, genetic
information, marital status (including registered domestic
partnership status), sex and gender (including pregnancy,
Celebrate
childbirth, lactation, and related medical conditions), gender
diversity
identity and gender expression (including transgender
individuals who are transitioning, have transitioned, or are
perceived to be transitioning to the gender with which they
identify), age (40 or over), sexual orientation, military and
veteran status, or any other protected status as established
by federal, state, or local law. All forms of harassment or
discrimination of, or by, employees, non-employees (defined as someone who is, or is employed
by, a contractor, subcontractor, vendor, consultant, or anyone providing services in the
workplace), applicants, paid and unpaid interns, volunteers, visitors, customers (guests), clients,
and any persons conducting business with SSA are prohibited and will not be tolerated.
13
COMMITMENTS TO YOU
RETALIATION
Retaliation for the good-faith reporting of any incidents of harassment or discrimination,
perceived harassment or discrimination, or participating in any investigation of incidents of
harassment or discrimination (perceived or actual) is strictly prohibited.
Any good-faith report of retaliation or discrimination by the accuser, the one accused, or by co-
workers, supervisors, or managers, will be promptly and thoroughly investigated in accordance
with the Company’s investigation procedures. If a complaint of retaliation is substantiated,
appropriate disciplinary action (at the Company’s sole discretion), up to and including
termination, will be taken.
The Company will not retaliate against anyone who it reasonably believes filed a good faith
complaint based on reasonable grounds, or who cooperated in the investigation or adjudication
of a complaint of discrimination, harassment, retaliation, or a possible violation of any law,
regulation, or Company policy. However, any allegations that the Company reasonably
determines, after the Company’s investigation, to have been made maliciously or knowingly to be
false will be viewed as a serious disciplinary offense, up to and including possible termination of
employment (at the Company’s sole discretion).
COMPLAINT, INVESTIGATION, AND DISCIPLINARY ACTION PROCEDURES

Preventing harassment and discrimination is everyone’s responsibility. If you believe you have
been subjected to behavior that may constitute harassment, discrimination, or retaliation,
witness behavior that may constitute harassment, discrimination, or retaliation, or if you become
aware of potential issues of harassment, discrimination, or retaliation, you should report such
behavior by following the steps below:
1. If you are comfortable doing so, clearly and directly communicate to the offending individual
that their conduct is unwelcome and request that the offensive behavior stop.
2. If possible, document each incident of alleged harassment, discrimination, or retaliation,

including the date, time, place, what was said or done, and the surrounding circumstances
and immediately bring the matter to the attention of your General Manager and/or the
Headquarters People Department. If you are reporting sexual harassment on behalf of
another employee, you should note that you are doing so on behalf of another employee.
3. Members of leadership shall report immediately to the General Manager and/or the People
Department any incidents that they hear about or observe that may constitute a violation
of this policy. Failing to report suspected harassment or otherwise knowingly allowing
harassment to continue may result in disciplinary action, up to and including termination,
for members of leadership.
4. If your General Manager is involved, or if you are uncomfortable going to them to report an
incident of harassment, please contact the People Department directly. If necessary, please
e-mail the People Department with a request to call you (and provide your phone number in
the e-mail) and someone will reach out to you.
14
COMMITMENTS TO YOU
No member of leadership has the authority to condition any tangible job benefit on an
employee’s tolerating or agreeing to any conduct that violates this policy. If you believe that you
have been deprived of any job benefit or that you have been threatened, you should immediately
report it to one of the appropriate parties listed above.
Because of their sensitive nature, all complaints will be thoroughly and carefully investigated in a
timely manner, and all relevant parties will be given an opportunity to provide information for the
Company to complete an investigation based on the evidence collected, including but not limited
to, any witness statements. The confidentiality of the complaining person, the person accused,
and those otherwise involved (e.g., witnesses) will be respected to the extent possible.
If the Company determines, at its sole and absolute discretion, that inappropriate conduct
has occurred, and/or that leadership personnel knowingly allowed such behavior to continue,
management will take disciplinary action as it deems appropriate, in its sole and absolute
discretion, against the offending party or parties, up to and including termination.
BYSTANDER INTERVENTION
SSA takes reports of harassment and unprofessional conduct seriously. If you are a bystander
to inappropriate conduct, there are several actions you may take to help stop the behavior. For
example, do not encourage nor support the behavior; do not participate in gossip, and make
it clear to others that you will not be involved in the conduct. If you are comfortable doing so,
politely and professionally intervene by telling the inappropriately-acting employee that their
behavior is unwelcome. Encourage the victim to speak with management, and report what
you are aware of to your General Manager and/or the People Department so they can handle
the situation accordingly. If you are uncomfortable going to your General Manager, and/or for
additional bystander resources, please contact the People Department directly.
RAISING A CONCERN OR COMPLAINT

SSA commits to providing a work environment in which you feel comfortable bringing concerns
and complaints to leadership’s attention and receive prompt and fair consideration. As part of
this effort, we have developed the procedure set forth below for handling such concerns and
complaints:
1. First, if possible, speak to your direct leadership. You may provide your concern or complaint
in writing, or your leadership may ask you to do so. A timely investigation into your concern
or complaint will be conducted.
2. If you are not satisfied with your leadership’s investigation, please reach out to the General
Manager to review your concern or complaint.
3. If you are not satisfied with the General Manager’s investigation, please contact the People
Department. Or, if you feel more comfortable going directly to the People Department from
the onset of your concern or complaint, you are welcome to do so.
15
EMPLOYEE BENEFITS
We strongly believe in open, free communication at all levels. This procedure is not designed to
discourage you from talking to any member of leadership in the Company at any time, subject to
any requests by the Company regarding confidentiality. Rather, it is simply a way to ensure that
concerns and complaints are dealt with in a prompt, orderly, and consistent fashion. If you feel
uncomfortable speaking with a member of leadership within your chain of command, then you
can speak with any member of leadership with whom you would feel more comfortable.
In addition to your own concerns, for the safety and well-being of everyone who works at the
Company, we encourage you to follow these procedures whenever you learn of a violation of
Company rules and policies.
No one who comes forward under this procedure with a concern or complaint in good faith will
be retaliated against or suffer negative consequences no matter how the complaint or problem is
resolved. Be assured that the confidentiality of all such matters will be maintained to the fullest
extent possible.
EMPLOYEE BENEFITS
HEALTH AND SELF-CARE
At SSA, we offer several health and self-care benefits to our eligible FTBE and salaried employees
through a number of resources, including Anthem. Available benefits include:
• Medical, dental, and vision insurance;
• Basic Life and AD&D Insurance;
• Voluntary Life and AD&D Insurance; If you are a FTBE or

• A healthy rewards program to help cover
Salaried employee,
out-of-pocket medical costs; please see your
• External discount programs;
SSA Employee Benefits
Guide applicable
• Access to nurses for health guidance, including
specialized services for pregnancy;
to your category of
employment for more
• Online appointments with medical professionals;
information on benefits
• Resources for financial literacy and mental health
and Paid Time Off.
services;
• Long-Term and Short-Term Disability insurance (for

salaried employees only);
• And more!
16
EMPLOYEE BENEFITS
There are four SSA Employee Benefits Guides: one for FTBE employees and one for Salaried
employees (excluding Hawaii employees), and one for Hawaii-specific FTBE employees and one
for Hawaii-specific Salaried employees, which more fully describes these benefits, including
information concerning eligibility requirements, deductibles, co-payments, etc. Please make sure
to read this information carefully. If you have questions, please see your General Manager or
contact the People Department.
The Company reserves the right to amend or terminate its insurance plans in whole or in part,
at any time, without notice. If there is a conflict between this handbook and/or the SSA Benefits
Guides regarding the Company’s insurance program(s), the SSA Benefits Guides shall control.
HEALTH INSURANCE MARKETPLACE

Employees who are not eligible for insurance through the Company (unless otherwise required
by law), can fill out an application to buy health insurance through the Health Insurance
Marketplace. Each state has its own marketplace, and once you enroll into an insurance plan, you
will pay your monthly premiums directly to the insurance company. Based on your income and
household size, you may qualify for savings on your monthly premiums and out-of-pocket costs,
and you may also qualify for free or low-cost coverage through Medicaid. For more information,
please visit Healthcare.gov, as the Health Insurance Marketplace is not sponsored by or affiliated
with SSA.
VACATION
Employees who are FTBE are eligible for a vacation plan based on years of service in an FTBE role,
and salaried employees are eligible for the Salary Vacation Plan. For more information, including
eligibility requirements, please see your SSA Employee Benefits Guide applicable to your category
of employment.
401(k) PLAN
In order to provide you with an opportunity to plan for retirement, SSA has established an I.R.C.
Section 401(k) Plan (“401(k) Plan”) through Nationwide Mutual Insurance Company. Generally,
regular hourly employees who have more than 1,000 hours of service in the current year, have
been continuously working for SSA for at least one (1) year, have reached the age of twenty-
one (21), and who meet certain other eligibility requirements are eligible to participate in the
Company’s 401(k) Plan. Due to the COVID-19 pandemic, SSA has suspended its percentage
match to the 401(k) plans until further notice. Eligible employees may begin participation during
open enrollment periods (either January 1 or July 1) following their satisfaction of the eligibility
requirements. Employees will be notified by the fund provider, in writing, by letter or e-mail,
once they become eligible to enroll. Please make sure your address and email are current and
up-to-date in Toast.
The Company reserves the right to amend or terminate its 401(k) Plan in whole or in part, at
any time, without notice. If there is a conflict between this handbook and/or the summary
17
EMPLOYEE BENEFITS
plan description and/or the plan documents regarding the Company’s 401(k) Plan, the plan
documents shall control. For more information, please refer to your SSA Benefits Guide or
contact the People Department.
RECREATIONAL PERKS
Partnering with cultural

attractions means getting
to work in unique and fun
environments. It also means
we can get free and/or
discounted admission tickets
for a lot of awesome places.
If you’re interested, please
see your General Manager
for more details.
If you are a Part-Time or Seasonal Employee, please see your SSA Part-
Time and Seasonal Perks Guide for more information on recreational perks.
18
LEAVES OF ABSENCE
LEAVES OF ABSENCE
FAMILY AND MEDICAL LEAVE OF ABSENCE (“FMLA”)
Eligible employees who work for SSA can take up to twelve (12) weeks of unpaid, job-protected
leave in a twelve (12)-month period, measured forward from the date of the employee’s first
FMLA leave usage, for the following reasons:
• The birth of a child or placement of a child for adoption or foster care;
• To bond with a child (leave must be taken within one year of the child’s birth or placement);
• To care for the employee’s spouse, child, or parent who has a qualifying serious health
condition;
• For the employee’s own qualifying serious health condition that makes the employee unable
to perform the employee’s job; or
• For qualifying exigencies related to the foreign deployment of a military member who is the
employee’s spouse, child, or parent.
An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may
also take up to twenty-six (26) weeks of FMLA leave in a single twelve (12)-month period to care
for the servicemember with a serious injury or illness.
An employee does not need to use leave in one block. When it is medically necessary or
otherwise permitted, employees may take leave intermittently or on a reduced schedule.
If you are classified as FTBE or salaried, please see your SSA Benefits Guide applicable to your
category of employment for information regarding SSA’s FMLA and TAFW Interplay Policy.
BENEFITS & PROTECTIONS

While employees are on FMLA leave, SSA will continue health insurance coverage as if the
employees were not on leave. Upon return from FMLA leave, most employees will be restored to
the same job or one nearly identical to it with equivalent pay, benefits, and other employment
terms and conditions.
SSA will not interfere with an individual’s FMLA rights or retaliate against someone for using or
trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being involved in
any proceeding under or related to the FMLA.
ELIGIBILITY REQUIREMENTS
An employee who works for SSA must meet three criteria in order to be eligible for FMLA leave.
The employee must:
• Have worked for SSA for at least twelve (12) months;
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LEAVES OF ABSENCE
• Have at least 1,250 hours of service in the twelve (12) months before taking leave; and
• Work at a location where SSA has at least fifty (50) employees within seventy-five (75) miles
of the employee’s worksite.
REQUESTING LEAVE
Generally, employees must give thirty (30)-days’ advance notice of the need for FMLA leave. If it
is not possible to give thirty (30)-days’ notice, an employee must notify SSA as soon as possible.
Employees do not have to share a medical diagnosis, but must provide enough information to
SSA so it can determine if the leave qualifies for FMLA protection. Sufficient information could
include informing SSA that the employee is or will be unable to perform his or her job functions,
that a family member cannot perform daily activities, or that hospitalization or continuing
medical treatment is necessary. Employees must inform SSA if the need for leave is for a reason
for which FMLA leave was previously taken or certified. SSA will require a certification or
periodic recertification supporting the need for leave. If SSA determines that the certification is
incomplete, it will provide a written notice indicating what additional information is required.
SSA’S RESPONSIBILITIES
Once SSA becomes aware that an employee’s need for leave is for a reason that may qualify
under the FMLA, SSA will notify the employee if he or she is eligible for FMLA leave and, if
eligible, will also provide a notice of rights and responsibilities under the FMLA. If the employee is
not eligible, SSA will provide a reason for ineligibility. SSA will notify its employees if leave will be
designated as FMLA leave, and if so, how much leave will be designated as FMLA leave.
ADDITIONAL INFORMATION
For more information, please see your General Manager, contact the People Department, or visit
the Department of Labor’s website.
JURY AND WITNESS DUTY

The Company encourages all employees to meet their civic responsibility, including responding
to jury service summonses or subpoenas, attending court for prospective jury service, or serving
as a juror under court order. If you are summoned for jury duty, you may take a leave of absence
from work for this purpose in accordance with state law. To be eligible for this leave, you must
inform your supervisor no less than ten (10) calendar days prior to the date of jury duty service
of the dates and expected duration of your jury duty as well as present proof of jury duty service.
An employee who is required by law to appear in court as a witness may take unpaid time
off for such purpose provided the employee gives the Company reasonable advanced notice,
which is no less than ten (10) calendar days prior to the date of your court appearance. Exempt
employees will be paid to the extent necessary to comply with the salary basis test and exempt
status.
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TIME RECORDS & PAY
STATE MANDATED LEAVES

The Company complies with all applicable federal, state, and local law requirements regarding
leaves of absence, including but not limited to Military Service Leave, Military Spouse Leave,
and Emergency Duty Leave. You may be required to provide reasonable advanced notice to the
General Manager at least two (2) weeks prior to going out on any leaves of absence, subject to
state and/or local law. For more information, please see your General Manager.
WORKERS’ COMPENSATION
Workers’ Compensation insurance is paid in full by the Company, and it goes into effect your
first day on the job. Any applicable medical or hospital expenses resulting from an approved
work-related injury are covered by this insurance. In addition, if your injury prevents you
from working, this coverage may also pay you a percentage of your average weekly earnings
depending upon the nature and extent of your injury, in accordance with state laws.
If you sustain an injury at work, no matter how slight, you are required to report the injury
immediately to a member of the leadership team. Consistent with applicable state law, failure
to report an injury within a timely manner could jeopardize your claim. Workers’ Compensation
insurance will not pay the employee’s lost time and/or wages until the employee has missed
at least three (3) days of scheduled work. The employee will be required to provide proper
documentation from a physician that would deem the employee unable to perform work.
TIME RECORDS & PAY

TIME RECORDS
The Company uses an electronic time card system. Instructions for using the time clock will be
explained during the onboarding process. Following the proper procedures will help ensure that
your time is being recorded correctly and that you will be paid accurately for your time worked.
If there are any inaccuracies with your timesheet, it is your responsibility to see a member of
your leadership team as soon as possible to discuss. It is a violation of Company policy to punch
in or out on the time record of another employee or to allow another employee to punch in
or out on your time record. Likewise, it is a violation of Company policy to falsify a timecard.
Violators may be disciplined, up to and including termination, regardless of when the violation is
discovered.
Employees must punch in and out immediately before and after their shifts; employees are
not permitted to punch in for work or start working more than five (5) minutes before their
scheduled start time or punch out and keep working more than five (5) minutes after their
scheduled shift end time, without the express permission of a supervisor. Before punching
in, employees should have stored their personal belongings, finished using the washroom, be
dressed in uniform, and completed any personal business. Employees should punch out before
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TIME RECORDS & PAY
obtaining their personal belongings, washing up, changing into personal clothing, engaging in
personal conversations, or any other action in violation of these rules. Failing to punch in or out
when required, or any other action in violation these rules, may result in disciplinary action, up to
and including termination.
OFF-THE-CLOCK WORK
Employees are prohibited from working off-the-clock; therefore, it is the employee’s
responsibility to accurately record all time worked, regardless of leadership’s authorization of
the time worked. Although employees will be paid for all time worked, engaging in unauthorized
time worked may result in disciplinary action, up to and including termination. Nobody, including
members of leadership, may force or permit employees to engage in off-the-clock work; if
an employee feels pressured in any way to work off-the-clock, the concern must be reported
immediately to the General Manager and/or the People Department.
OVERTIME
From time to time, overtime may be needed to satisfy our guests’ and business needs. Non-
exempt employees will receive overtime compensation at a rate of one and one-half (1.5)
times the regular hourly rate earned by the employee for all hours worked over forty (40) hours
during the workweek (unless otherwise required by law). Exempt employees are not eligible for
overtime compensation.
You are not permitted to work overtime without prior authorization. However, all overtime
worked by a non-exempt employee must be accurately recorded on an employee’s timesheet,
regardless of whether a supervisor has authorized the overtime. Employees who work
overtime without prior authorization may be subject to disciplinary action, up to and including
termination.
HOLIDAYS
SSA considers the following dates to be holidays:
Thanksgiving Day and Christmas Day
There may be times when you are scheduled to work on a holiday. In such a circumstance, if you
are a non-exempt employee, you will be compensated at a rate of one-and-one half (1.5) times
your regular rate of pay for all hours worked on that particular day.
The Company reserves the right to choose the date on which a holiday will be celebrated. Should
you need to take time off for holidays not listed above (a religious observance, for example) such
time off may be granted (without pay) and/or you may use your earned but unused PTO days (if
applicable) for this purpose. All such time off must be previously arranged with and approved by
your General Manager, in writing, no less than two (2) weeks prior to the first day requested.
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TIME RECORDS & PAY
PAYDAY AND PAYROLL DEDUCTIONS

Unless otherwise designated, SSA’s workweek for pay purposes begins each Monday and ends
the following Sunday night. Payroll checks will be issued every other Friday, with the exception
of Rhode Island, in which case paychecks will be issued every Friday, pursuant to state law. Your
paycheck will include payment for your work performed during the prior two (2) weeks(Monday
- Sunday), with the exception of Rhode Island, in which your paycheck will include payment for
your work performed during the prior week
(Monday-Sunday). SUNDAY MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY SATURDAY
SSA highly encourages all employees to either

participate in direct deposit or the PayActiv
pay card program. If you are FTBE or Salaried,
please see your SSA Benefits Guide for more
information; if you are Part-Time or Seasonal,
please see your PT and Seasonal Perks Guide
for more information.
If you choose to participate in our direct

deposit option, you can either sign up directly on Toast, or you can speak with your on-site
point person. If you sign up by speaking with your on-site point person, you will need to provide
a voided check or statement that adequately includes your bank’s routing number and your
account number that you wish to deposit your paycheck into. At that time, the on-site point
person can provide you with the proper form to authorize the direct deposit.
If you are opted into receiving paychecks, know

that for your protection, you are the only person
Benefits of enrolling into who can receive your payroll check, which you are
direct deposit: responsible for picking up from the appropriate
location. If you want your check mailed, you must
• It’s free to sign up;
give written permission to the Company. If you
• Eliminates the worry of want another individual to pick up your paycheck,
lost or stolen checks; you must give written permission to the Company,
signed by you, specifying the first and last name
• You don’t have to spend of the designated individual who will be picking
time commuting to pick up the paycheck. The designated individual must
up your check from your provide photo ID when picking up the paycheck.
unit and to deposit your Paychecks will be mailed to your current address
check at the bank; and, on file if you do not pick up your paycheck within
• Being paperless is good thirty (30) days of the paycheck being issued; if
for the environment. the check gets returned to SSA after being mailed
to the address on file and SSA is unable to reach
you, the People Department will process the check
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accordingly, which may include escheating it to the state in which you are working. If you deposit
your paycheck using mobile deposits, SSA strongly encourages you to endorse your check and
write “Mobile Deposit Only” under your signature. This assists in protecting both the Company
and you against potentially fraudulent activity.
Your paycheck stub itemizes the amounts and descriptions of all deductions from your gross
earnings, such as Federal and State taxes, Social Security taxes, and other legally required
deductions, as well as those which you have previously authorized the Company to make (such
as group insurance contributions, Section 401(k) plan contributions, employee purchases, etc.).
You should review your pay statement on a regular basis. If you notice an error or discrepancy on
your paycheck, you should immediately notify your unit’s point person. If your paycheck gets lost
or is stolen, please notify your point person immediately, who can then request a replacement
check with the Headquarters People Department.
ATTENDANCE & YOUR WORKDAY

ATTENDANCE AND CALLING-IN
Please remember that the Company and your fellow employees depend on you to be at work
and on time for all of your scheduled shifts. Attendance records (including absences, tardiness
and leaving early) will be kept. Attendance is part of your overall performance, and unapproved
attendance infractions (e.g., absences, tardiness, instances of leaving early, and/or failure to
follow proper call-in procedure) may result in disciplinary action, up to and including termination.
Please refer to your unit’s specific attendance and call-in procedures for further details, and
contact your direct leadership and/or unit’s point person should you have any questions
regarding your unit-specific policies.
SICK PAY
In accordance with state and local laws, SSA provides eligible employees who work in the
following locations with paid sick leave: all locations in the states of California, Rhode Island,
and Maryland, and locations in the cities of Pittsburgh, Pennsylvania, Dallas, Texas, and Detroit,
Michigan. Guidelines for California sick pay are in the California Employee Handbook; guidelines
for all other locations, including qualifying reasons for use of sick pay, shall be made available
to employees at those locations. Locations where SSA does or does not provide paid sick leave
are subject to change at any time, without notice, as dictated by state or local law. You are not
required to find someone to cover your shift when utilizing sick time. You may be required to use
available sick leave for family and medical leave, disability leave, or other leave as permitted by
applicable law.
Employees become eligible to start using their sick pay after ninety (90) days of employment,
unless otherwise required by law. Sick pay does not pay out to any employees upon separation of
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YOUR WORKDAY
employment.
Regardless of city that you work in, if you have sick pay that you want to use for foreseeable
absences, you must follow your location’s call-out procedure. For all locations except for
*Pittsburgh and Rhode Island: If you have sick pay that you want to use for foreseeable absences,
you must request it through Toast, SSA’s HRIS platform, on or before the same date as the
date of your absence, barring extenuating circumstances. This deadline is in place to ensure
accurate payroll processing. Extenuating circumstances for failure to enter sick pay on time will
be evaluated on a case-by-case basis, at management’s sole and absolute discretion, and may
require adequate documentation subject to law. *Pittsburgh and Rhode Island employees: Please
indicate through your call-out that you would like to use sick pay for the absence. It is highly
preferred that you input your sick pay into Toast as well; however, by law, an oral request to your
manager to input sick hours is still sufficient.
EARLY SHIFT DEPARTURES

If you need to unexpectedly leave during work hours, you must obtain permission from your
direct leadership prior to leaving, which includes letting them know when you anticipate
returning (including subsequent updates to your direct leadership should your anticipated return
time change).
JOB ABANDONMENT
If you fail to show up for work and fail to call-in for your absence for a period of three (3)
consecutive shifts, or if you depart early from your shift without obtaining permission from a
member of the leadership team, you will be considered to have abandoned your position and
voluntarily resigned from the Company.
SCHEDULES AND TIME OFF REQUESTS

After the schedule is posted, it is your responsibility to report for your shift unless you will be
absent from your shift due to unforeseen illness or other protected absences. If you are unable
to work your assigned shift, you may suggest a suitable replacement with leadership approval, in
writing. Keep in mind that management reserves the right to make schedule changes as dictated
by business needs, subject to applicable state and/or local laws. For specific scheduling and time
off requests guidelines, please refer to your unit-specific policies or contact your direct leadership
team.
EMPLOYEE MEETINGS
Periodically, employee meetings are scheduled, and attendance is mandatory. If you cannot
make a meeting, you must have permission from your leadership team, in writing, in order
for your absence to be considered excused. All non-exempt employees in attendance at the
meetings will be paid at their regular hourly rate, unless overtime pay is required by applicable
law.
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MEALS
*This policy does not apply to retail-only units.
Unless otherwise noted in a unit-specific

policy or otherwise required by law, SSA will
deduct $4.00 per shift for a meal during each
of your shifts. The food and drink options
included within your meal plan are specified
by unit-specific guidelines. By eating an SSA-
provided meal, you consent to this $4.00 per
shift deduction; if you ever want to waive
your SSA-provided meal, you have the option
to do so when clocking out on the time clock. For specific procedures regarding meal deduction
waivers should you choose to not eat an SSA-provided meal for a shift, please see your your
leadership team. The food items and beverage items that are applicable to the meal program
will be established by your unit-specific policies; product not made in-house does not qualify
under the meal program. Drinks are required to be stored in appropriate locations in conjunction
with the rules and regulations of your unit’s food handling policies and procedures. This meal
is offered in accordance to the unit’s specific guidelines and only during the employee’s break
time, or as the law requires or your unit-specific procedures permit. Free meals are not offered to
employees visiting the unit as a guest unless otherwise noted in a unit-specific policy. For health,
safety, accountability, and liability reasons, food items are not permitted to leave the premises
unless the employee can show proof of purchase.
MEAL BREAKS AND REST PERIODS

Meal breaks and rest periods will be issued throughout the shift in accordance with local and
state laws, if any. In the event that a meal break was not taken, for whatever reason, proper
documentation is required. Meal periods and/or rest breaks should not be combined, and
additional rest breaks are not permitted to employees who smoke. Employees should raise any
issues with meal breaks and rest periods with the General Manager immediately.
APPEARANCE, UNIFORMS, AND PERSONAL HYGIENE

While we respect your individuality, your professional appearance is important to our ability to
maintain a professional atmosphere and leave a favorable impression with our guests and clients.
We are all “ambassadors” of our units and of SSA, so a professional appearance is part of our
responsibilities.
All employees are required to be in their complete uniform before clocking-in and at all times
while working. Employees must dress in a clean, well-groomed, professional manner, without
stains or wrinkles in their uniforms. Uniforms must fit properly: pants must be worn around the
waist, and uniform items that are too tight, too baggy, or too long will not be permitted. Black,
non-slip shoes are required for all positions in all departments; these can be purchased either
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YOUR WORKDAY
through a local store or through Shoes for Crews. There must be no alterations to the uniform
items provided by SSA. If you report to work wearing incorrect attire, you may be directed to
change; you will not be compensated for the applicable time
lost from work unless otherwise required by law. Please refer
to your unit-specific policies to learn what your location’s IF YOU’RE INTERESTED
IN PURCHASING FROM
uniform consists of.
SHOES FOR CREWS,
Only earrings that do not hang below the earlobe may be PLEASE SEE YOUR
worn. All other jewelry is to be kept to a minimum as to avoid UNIT’S POINT PERSON.
any damage or loss while on duty and any potential related
harm to yourself or others. Some positions require certain regulations based on food health and/
or safety requirements, which shall be communicated to you by your leadership team as needed.
If you are working outside and you require sunglasses, either by prescription or for safety
purposes, you must have approval from your leadership team.
Jewelry, tattoos, or other body decoration that are

discriminatory or otherwise offensive, as defined
at SSA’s sole and absolute discretion, must not be
visible. Hair should be neatly combed, and if neck
length or longer, it should be tucked under a hat or
bound in the back in a ponytail or braid.
Personal hygiene is extremely important in

our industry. Each employee should practice
reasonable bathing and oral care regimens, use
anti-perspirant insofar as possible, use cologne and
perfume in moderation (out of consideration for the
sensitivities of others), and take special care to keep
hands and nails clean by washing with soap and
warm water on a regular basis, especially before
and after handling food and after using cleaning
agents, handling money, or using the restroom
facilities.
SSA abides by all applicable state laws protecting an

employee’s religious dress or grooming practices. If
you need an accommodation based on your religious grooming or dress practices, please contact
your General Manager. Additional policies may be in place regarding appearance, uniform, and
personal hygiene at your unit; please see the on-site point person for more details.
SMOKING POLICY
SSA prohibits smoking or any tobacco use (including, but not limited to, cigarettes, cigars, pipes,
chewing tobacco, vaporizers, and electronic cigarettes) on all Company or client premises and
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YOUR WORKDAY
property, as well as Company-sponsored off-site events, unless a designated smoking area is

established. If there is a designated smoking area, all traces of tobacco use must be properly
disposed. No smoking of marijuana is acceptable on premises regardless of its potential legality
under state law.
CASH HANDLING/TIPS POLICY

Only employees who are trained on cash handling procedures shall operate a cash register and
handle money. Cashiers are responsible for accurately ringing merchandise, correctly tendering
sales and maintaining a balanced drawer, ensuring that credit card receipts $25.00 and above are
signed, properly checking for counterfeit bills, and following unit-specific policies and procedures,
including discount, coupon, and alcohol rules.
Tips are generally not accepted, unless otherwise noted by a unit-specific written policy. For
units that do not accept tips, if a guest attempts to offer a gratuity, it is the responsibility of the
employee to let the guest know that SSA does not accept tips. If applicable, employees should
then encourage the guest to make a donation instead. If a guest still leaves a tip, then the
employee should bring it to the attention of their manager and the gratuity will be handled in
compliance with state and/or local law.
For safety and security purposes, the cash register drawer must be closed in between each
transaction, and if the cashier needs to leave their register, they must make sure it is properly
logged off (point-of-sale systems) or turned into the “off” position (CASIO systems). If an
employee is responsible for transporting a bank, they must go straight to their destination and
not make any stops, e.g. take a bathroom break, etc., while in possession of the money.
Money should never be left on the outside of a register; extra money should be placed as a
donation or in the register with a note on the cashier sheet. Only authorized personnel (including
managers and cash office associates) are allowed to remove money from a register, process
returns, and close out registers. Cashiers are encouraged to ensure their closing supervisor/
manager checks under their till and pulls out the drawer for any large bills. Throughout the day,
cashiers are responsible for maintaining an accurate and up-to-date cashier sheet; anything that
may affect their drawer count must be relayed to the cash office/manager on duty.
PERSONAL ELECTRONIC DEVICES POLICY

The use of personal cellular phones and other electronic devices, regardless of who owns the
device, should be limited to scheduled break times. If you need to use your phone during work
(unless you are on break), you must ask your supervisor for permission. Cellphones and other
electronic devices are not permitted to be used in the view of guests while you are in uniform
and representing SSA and/or the client unless there is an emergency.
INFORMATION TECHNOLOGY POLICY

All contents of SSA’s information technology (“IT”) resources and communications systems are
the property of SSA. Therefore, employees shall have no expectation of privacy whatsoever in
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YOUR WORKDAY
any message, file, data, e-mail, voicemail, document, facsimile, telephone conversation, social
media post, conversation, text message, software, hardware, or any other kind of information
or communications transmitted to, received or printed from, or stored or recorded on SSA’s
electronic information and communications systems.
You are expressly advised that in order to prevent misuse, and maintain production and proper
discipline, SSA reserves the right to monitor, intercept, and review, without further notice, every
employee’s activities using the Company’s IT resources and communications systems, and you consent
to such monitoring by your use of such resources and systems. This may include, without limitation,
the monitoring, interception, accessing, recording, disclosing, inspecting, reviewing, retrieving, and
printing of transactions, messages, communications, postings, logins, recordings, and other uses of
the systems as well as keystroke capturing and other network monitoring technologies.
SSA also may store copies of such data or communications for a period of time after they are
created and may delete such copies from time-to-time without notice.
SOCIAL MEDIA POLICY

OVERVIEW
At SSA, we recognize the Internet provides unique opportunities to participate in interactive
discussions and share information using a wide variety of social media. However, use of social
media also presents various risks and carries with it certain responsibilities. To minimize risks to
the Company, you are expected to follow SSA’s guidelines for appropriate use of social media.
For purposes of this policy, “social media” includes all means of communicating or posting
information or content of any sort on the Internet, including to your own or someone else’s web
log or blog, journal or diary, personal website, social networking or affinity website, web bulletin
board or a chat room, whether or not associated or affiliated with the Company, as well as any
other form of electronic communication.
SSA’s principles, guidelines, and policies apply to online activities just as they apply to other
areas of work. Ultimately, you are solely responsible for what you communicate on social media.
You may be personally responsible for any litigation that may arise should you make unlawful
defamatory, slanderous, or libelous statements against any guest, client, manager, member, or
employee of the Company.
PERSONAL USE
The use of social media in your personal time is subject to SSA’s policies if you identify online as
a representative or employee of the Company and/or if you engage in discussion with or about
SSA, its employees, its clients, its vendors, or affiliates of the Company. Postings that include
discriminatory or slanderous remarks, harassment, threats of violence, and/or other unlawful
conduct will not be tolerated and may subject you to disciplinary action up to and including
termination. Furthermore, your personal posts and social media activity should not be made
in such a manner that it could be inferred to be a representation of the Company’s belief or
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YOUR WORKDAY
opinion. Do not use social media during your work time, unless it is during an authorized break
or it is work-related as authorized by a member of your leadership team or consistent with
policies that cover Company-owned equipment.
SOCIAL MEDIA FOR WORK-RELATED PURPOSES

The Company owns all social media accounts used on behalf of SSA or otherwise for business
purposes, including any and all log-in information, passwords, and content associated with each
account, such as followers and contacts. SSA owns all such information and content regardless
if the employee opens the account or uses it, and it will retain all such information and content
regardless of separation of any employee from employment with SSA. If your job duties require
you to speak on behalf of SSA in a social media environment, you must still seek approval for such
communication from the Chief People Officer, who may require you to receive training before
you do so and impose certain requirements and restrictions regarding your activities. Should the
Chief People Officer grant approval, it is in their sole and absolute discretion.
SPEAKING ON THE COMPANY’S BEHALF

Employees should never represent themselves as a spokesperson for the Company unless
given written permission by the Chief Executive Officer to do so. If you are not authorized to
speak on behalf of the Company, do not speak to the media on the Company’s behalf. Direct all
media inquiries for official Company responses to the People Department. Likewise, if you are
contacted for comment about SSA for publication, including in any social media outlet, direct
the inquiry to SSA’s People Department and do not respond on behalf of the Company without
written approval.
NO SOLICITATION/NO DISTRIBUTION
To avoid interference with our operations, no employee is permitted to distribute literature or
solicit other employees for any purpose during working time and in working areas. Working time
includes the time during which any of the employees involved are scheduled to work, and does
not include scheduled rest periods, meal breaks and other specified times when employees are
not expected to be working, such as before or after a shift. Working areas excludes areas such as
parking lots and employee break rooms.
DATING IN THE WORKPLACE

SSA strongly believes that a work environment where employees maintain clear boundaries
between employee personal and business interactions is necessary for effective operations.
Although SSA does not seek to prevent the development of friendships or romantic relationships
between co-workers, it does establish boundaries as to how relationships are conducted during
working hours and within the working environment.
During working time and/or in working areas, employees are expected to conduct themselves in
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YOUR WORKDAY
an appropriate workplace manner that does not interfere with others or with overall productivity.
Employees are strictly prohibited from engaging in physical contact that would in any way be
deemed inappropriate in the workplace by a reasonable person while anywhere on Company or
client premises, whether during working hours or not.
Individuals in leadership roles are subject to more stringent requirements under this policy due
to their status as role models, their access to sensitive information, and their ability to affect
the employment of individuals in subordinate positions. Any member of leadership who is in a
relationship with another employee must disclose the existence of a romantic or sexual relationship
to the General Manager and/or the People Department at the start of the relationship.
When a conflict of interest or potential risk is identified due to a romantic or sexual relationship
in the workplace, the Company may work with the parties involved to consider options for
resolving the potential conflict or risk, including, but not limited to, a transfer of the parties
involved to different positions, departments, or units. If one or both parties refuse to accept a
reasonable solution, such refusal will be deemed a voluntary resignation.
PERSONAL VISITORS
SSA takes pride in promoting a family-friendly work environment; however, we want to maintain
a workplace that is professional and free of distraction. If personal visitors (including, but not
limited to, family and friends) are at your unit, ensure that you have applicable coverage for
your station and/or job responsibilities and have obtained the permission of your supervisor to
visit with them; otherwise, appropriate visiting times may coincide with your meal break(s) and
rest period(s). Personal visitors must purchase admission into the facility unless you are given
express permission otherwise by your General Manager, as permitted by the client. Discounts
on admission, merchandise, and/or food for personal visitors, if applicable, are subject to unit-
specific policies; for more information, please see your General Manager. Personal visitors are not
permitted in work areas that are not open to the public without express permission from your
General Manager, as permitted by the client.
KEYS, ACCESS BADGES, PASSWORDS, AND CODES

All access badges, keys, passwords, and/or codes are the property of SSA and/or your unit’s
client, and holding such property carries an important responsibility. By possessing any one of
these items, you agree not to compromise the security of any Company or client premises or
property (including intellectual property). Examples of prohibited behaviors include, but are
not limited to: (a) Loaning, transferring, or sharing access badges, keys, passwords, or codes to
or with another individual without authorization; (b) Unauthorized duplication or alteration of
access badges, keys, passwords, and codes; (c) Damaging, tampering, or vandalizing any lock
or electronic entry point; (d) Admitting unauthorized person(s) into secured areas (including,
but not limited to, buildings and gates); (e) Propping open secure areas (including, but not
limited to, doors, gates, and/or entry points); (f) Entering a secure area under the scan of
another employee’s access badge; or (g) Failure to return an access badge or key(s) when
31
YOUR WORKDAY
requested by security, client management, or SSA management. Access badges and keys shall be
returned upon separation of employment and/or upon the request of SSA management, client
management, or security. If an employee loses an access badge or key, the employee must report
the loss immediately through the appropriate channels established by the unit.
CONFIDENTIAL AND PROPRIETARY INFORMATION

While working with SSA, you may have access to confidential or proprietary information, which
includes, but is not limited to, financial records and reports, contracts, personnel information,
and sensitive client information. Confidential and propriety information should be shared only
on a need-to-know basis and not outside of the Company. If you are questioning whether
information is confidential, treat the information as if it is confidential and seek guidance from
your General Manager.
NAME AND LIKENESS

By an employee’s acknowledgment of this handbook, said employee acknowledges that SSA
reserves the right, in perpetuity and throughout the universe, to use employees’ names,
likeness, activities, attributes and/or biographies in connection with the production, exhibition,
advertising, distribution and other exploitation of the products (the “Product”) manufactured,
distributed, licensed or sold by the Company. This includes, but is not limited to, articles,
promotional materials, television appearances and commercials, programming, and interviews,
and all subsidiary and ancillary rights therein, in perpetuity, throughout the world and in any and
all media, whether now known or hereafter devised, including, without limitation, publications,
merchandising and commercial tie-ups.
It is further understood and agreed that SSA’s use of employees’ names, likeness, activities,
attributes, and/or biography in connection with any Product already in production as of the
date of this Agreement shall constitute an acceptable use of employees’ names which shall not
require employees’ consent. If an employee wishes to not have their name, likeness, activities,
attributes, and/or biographies utilized in the manners described herein, the employee must
revoke their consent, in writing, by e-mailing PeopleDepartment@thessagroup.com.
POLICY
OVERVIEW
SSA strives to provide working conditions that are safe, but it must be recognized that individual
safety is also the responsibility of each employee. Unsafe activities will not be tolerated, as they
are not consistent with the promotion of safe working conditions. Please report any unsafe
situations to your leadership team.
As we navigate the COVID-19 pandemic, we have additional SSAfety measures in place,

including enhanced cleaning and sanitation protocol, adapting procedures for guest service and
32
SSAFETY POLICY
daily operations, and providing Personal Protective Equipment (PPE). It is important that all
employees adhere to SSA’s COVID-19 procedures, which are outlined in new hire trainings and
through continued reinforcement while working.
To be as “SSAFE” as possible, please observe the following suggestions:
1. Spilled food and broken dishes should be cleaned up

promptly using appropriate equipment, regardless of
whether you are the person who created the spill;
2. Assume all floors could be wet and/or slippery and

walk accordingly;
3. Employees are not permitted to engage in horseplay

or to run while working;
4. When walking behind someone who is working and

may not realize you are behind them, call out “behind
you” to avoid collisions;
5. Approach all doors with caution, and be sure to

open doors carefully;
6. Practice proper lifting techniques, as incorrect

lifting techniques can lead to serious back injuries.
Employees should know correct lifting procedures
and and use them when lifting heavy objects, and if
needed, find help for lifting heavier objects;
7. Slicers are restricted to use by only properly trained employees over the age of 18;
8. Use extreme caution when working with the disposal of hot fryer oil. Always assume that the
fryer oil is hot and handle the oil in that manner. Only metal containers are to be used for the
disposal of any oil (hot or cold);
9. When working on the food line or at a dishwasher station, assume all metal surfaces to be
hot in order to avoid burns. Warn employees of items that are hot when taking them to be
cleaned;
10. Do not put knives or otherwise sharp objects into a sink full of soapy water;
11. If you work at a location outdoors, it’s important that you take the appropriate steps
regarding heat illness. Know the symptoms (which include, but are not limited to, heavy
perspiration and weakness), drink water to replenish fluids, and wear sunscreen; and
12. When an unsafe condition of any kind exists, notify a member of the leadership team
immediately.
33
SSAFETY POLICY
INJURY REPORTING
Any injury or accident (regardless of severity) shall be immediately brought to the attention of a
member of the leadership team, and the First Report of Injury form must be immediately filled
out even if medical attention is not required. SSA reserves its rights, in its sole and absolute
discretion, to require drug/alcohol testing upon any report of injury. Failure to report an accident
or injury in a timely manner could result in your loss of Workers’ Compensation insurance
benefits.
If you become aware of a guest injury, notify a member of the leadership team and/or security
immediately, obtain medical assistance as soon as possible, and re-direct guests away from the
scene. If a guest alleges illness due to food consumed on-site, notify the department leader and/
or General Manager as soon as possible.
COMPANY VEHICLES (INCLUDING GOLF CARTS)

Every employee who drives a company vehicle (including golf carts) must be eighteen (18) years
of age or older and have a valid driver’s license. Employees are also required to complete a
driver’s history background check upon hire (in addition to their regular background check) as
well as complete a driver’s history background check annually.
Training is required for every employee who drives a company vehicle. Drivers and passengers
are responsible for understanding and adhering to the policies of both SSA and the client, as well
as understanding and adhering to all federal, state, and local laws. If you are asked to operate
a company vehicle and you have not yet been trained, do not operate the vehicle. If you have
concerns, please contact your General Manager or the People Department.
If you are sick, extremely fatigued, under the influence of medication or alcohol, or otherwise
feel unfit to safely operate a vehicle, immediately tell your manager and do NOT operate it.
FOOD SSAFETY PLEASE REFER TO

Many of our units serve food, so it is extremely important that YOUR FOOD SSAFETY
we maintain high standards of our food safety practices. You are HANDLING TRAINING,
responsible for obtaining adequate training and abiding by the key AS WELL AS OTHER
food handling guidelines and practices. SSAFETY TRAININGS, ON
SSAY INTERNAL.
WORKPLACE VIOLENCE
SSA seeks to provide a workplace for all of our employees that is free from recognized hazards
or threats that are causing, or likely to cause, physical harm or threats of physical harm. All
employees are expected to conduct themselves in a manner that will maintain a workplace
that is free of violence or threat of violence. This policy is intended to cover any behavior that
constitutes violence or threat of violence including, but not limited to: (a) Physical fighting,
including pushing, shoving, hitting or in any way deliberately hurting a co-worker, client, guest,
vendor or visitor; (b) Destruction or sabotage of personal, Company, and/or client property; (c) A
34
SSAFETY POLICY
verbal or written statement that indicates intent to hurt a co-worker, client, guest, vendor, or visitor;
(d) Belligerent conduct, including swearing and persistent loud or angry statements made to or in
the presence of a co-worker, client, guest, vendor, or visitor; and (e) Bringing a weapon to work.
You are encouraged to report to your leadership team any threats you see, hear, or know about.
The following rules regarding when to report should be observed: (a) An employee who has been
terminated by the Company and does not have reason or permission to be on Company premises
should not be there; (b) If employees notice individuals with no discernible business interest,
report them to your leadership team and/or security; (c) Make a note of anyone suspicious in
the parking area. If you are uncomfortable walking to your car alone, ask someone you know
or security to accompany you; (d) If confronted with someone carrying a weapon, try to remain
calm, alert others of the situation, stay out of harm’s way, and inform security and/or the
police; (e) If you think a co-worker needs some guidance or help, approach any member of your
leadership team, and identify the situation; and (f) Report all threatening or abusive telephone
calls. Bomb threats must be communicated immediately to security and/or the police.
All reports of workplace violence will be investigated in a timely and thorough manner.
Retaliation will not be tolerated against an individual who reports an incident or who participates
in the investigation of an incident. To the greatest extent possible, confidentiality will be
maintained for all employees who report incidents. If you choose to report anonymously, you
may prepare a detailed written account of the incident(s) and submit it to your General Manager
or the People Department.
SSA will take any and all action that is necessary – including legal prosecution – to ensure that our
workplace is and remains violence-free.
DRUG AND ALCOHOL POLICY

OVERVIEW
SSA maintains a strong commitment to programs that promote safety in the workplace and
employee health. Therefore, in an effort to maintain the high standards of health and safety
to which we are committed, we have defined our policy and rules of acceptable conduct in this
sensitive area of drug and alcohol use.
The use, sale, purchase, manufacture, distribution, dispensation, transfer, possession or presence
in one’s system of illegal drugs, alcohol, or a controlled substance or prescription drug not
medically authorized while at their job, on Company property, or while on working time, is
prohibited and may be cause for immediate termination. At Company-approved or business-
related functions or meetings during which alcohol is served, moderate consumption is allowed
by employees age twenty-one (21) and older (so long as the individual does not drive afterward
in violation of applicable law, if legally intoxicated), but reasonable standards of conduct must
35
DRUG & ALCOHOL POLICY
be maintained. Company premises includes all job sites, land, property, buildings, structures,
installations, parking lots, means of transportation owned or managed by or leased to the
Company or otherwise being utilized for Company business, and private vehicles while parked or
operated on Company premises.
Employees must not perform safety-sensitive duties if they are aware of any medical condition or
have used alcohol or a drug (including prescribed medicine) that may adversely affect their ability
to perform such duties or that may affect the safety of the employee, other employees, or the
public. An employee must have a valid prescription for any prescription medication used while
working for the Company, and the employee must inform a member of their leadership team
prior to working under the influence of a prescribed or over-the-counter medication that may
affect their ability to perform their job safely.
DRUG TESTING
An employee suspected of being under the influence of a controlled substance, or an employee
who is involved in an on-the-job accident which results in property damage or which requires
medical treatment, may be required to take a medically approved test(s), as approved by law,
to be given by authorized medical personnel or testing facilities, to determine whether the
Company’s Drug and Alcohol Policy has been violated. Employees subject to Department of
Transportation (DOT) regulations must comply with DOT’s Drug and Alcohol Testing Policy.
An employee’s refusal to timely submit to a drug and/or alcohol test may result in disciplinary
action, up to and including termination. Refusal includes refusing to report immediately to the
testing location upon request, refusal to sign a medical test authorization form as required by the
Company, refusal to provide specimens unless medically incapable of doing so, and/or attempts
to falsify or interfere with the testing process, including failure to comply with instructions or
attempting to substitute, dilute, or otherwise change specimens to be tested. Employee consent
to testing under this policy will not act as a waiver of disciplinary action, up to and including termination.
An employee may be disciplined (up to and including termination) for violation of the Company’s
Drug and Alcohol Policy, in the absence of a test, based on other evidence, including but not
limited to observed conduct and symptoms, at the Company’s sole and absolute discretion.
While the Company awaits the results of a drug and/or alcohol test, the employee may be
suspended with pay. In this situation, if the results of the test are negative, the employee may
be reimbursed for regular working time lost due to taking the test(s). Further, the fact that
the employee took such test, and the negative results thereof, shall not be used against the
employee. A confirmed positive drug and/or alcohol test may result in disciplinary action, up to
and including immediate termination.
RESPONSIBLE ALCOHOL SERVICE

Many of SSA’s units serve alcohol to our guests as a part of our contracted services. To provide
responsible alcohol service, there are multiple expectations we have in place, including but
36
DRUG & ALCOHOL POLICY
not limited to the following: (a) Employees must not serve any alcoholic beverage to any
person under the age of twenty-one (21) years old, and employees making a sale of alcohol are
ultimately responsible for ensuring the purchaser is twenty-one (21) years of age or older; (b)
Anyone who appears to be under the age of forty (40) years old should be asked for presentation
of valid identification; (c) Individuals providing the identification must be present for the sale to
take place, and employees must examine all forms of identification, out of protective covers, by
physically handling it to ensure that it’s a valid and current form of identification; (d) The sale
of alcoholic beverages to an obviously intoxicated guest is prohibited; (e) An employee who
engages in pouring alcoholic beverages unless given express assignment to do so by leadership
is prohibited; (f) All state and/or local liquor laws must be abided by, including but not limited
to laws for maximum number of alcoholic beverages per person per sale; and (g) It is strictly
prohibited for you to purchase and/or consume alcoholic beverages while on the premises of
your unit or any working area operated by SSA, unless it is your day off, you are not in uniform,
and you meet the requirements to consume alcohol under the law.
CONVICTIONS
Employees who are convicted in a court of law for off-the-job drug-related activity may be
considered to be in violation of SSA’s Drug and Alcohol Policy. In deciding what action to take,
the Company may consider the nature of the charges, the employee’s present job assignment,
the employee’s performance record with the Company, the impact of the employee’s conviction
on the Company, and any other factor the Company may deem relevant, in its sole and absolute
discretion.
Additionally, employees shall notify the Company of any criminal or civil drug conviction no
later than five (5) calendar days after such conviction. Any employee who is so convicted will
be considered to be in violation of SSA’s Policy and subject to appropriate sanctions, up to and
including termination, at the Company’s sole and absolute discretion. Alternatively, and in
keeping with the Company’s desire to encourage treatment and rehabilitation where possible,
the Company may encourage a convicted employee to successfully complete an approved drug
rehabilitation program in lieu of other disciplinary action, at its sole and absolute discretion.
DRUG AND ALCOHOL REHABILITATION

Employees with substance abuse problems are encouraged to contact their leadership team for
options that may be available to receive referrals for counseling or treatment. The Company may
not discipline, in accordance with applicable law, an employee who voluntarily seeks treatment
for a substance abuse problem if the employee is not in violation of the Company’s Drug and
Alcohol Policy or other rules of conduct. The cost of such treatment is at the employee’s expense
(subject to possible coverage, if any, by group health insurance). The Company will reasonably
accommodate any employee who wishes to voluntarily enter and participate in an alcohol or
drug rehabilitation program, provided that this reasonable accommodation does not impose
an undue hardship on the Company. Seeking such assistance will not be a defense for violating
the Company’s Drug and Alcohol Policy, nor will it excuse or limit the employee’s obligation
37
EMPLOYEE CONDUCT
to meet the Company’s policies, rules of conduct, and standards, including but not limited to
those regarding attendance, job performance, and safe and sober behavior on the job. If an
employee, during the course of employment, enters a substance abuse rehabilitation program,
the employee shall present a fitness-for-duty certification upon returning from a leave of absence
that was taken to participate in a drug or alcohol rehabilitation program.
SEARCHES AND INVESTIGATIONS

Our Company policies and work rules include prohibitions on various types of misconduct,
such as theft, possession of weapons, violation of our Drug and Alcohol Policy, and health and
safety violations. These policies and rules exist for the protection of our employees, our clients,
our guests, the Company, and others with whom we do business and have contact, including
members of the public. We are also subject to health and safety requirements imposed by
various laws. To ensure that our policies and procedures are being followed, it is necessary that
we investigate possible violations of those policies and inspect Company premises and items on
Company premises.
Accordingly, the Company reserves the right, when it determines it is appropriate and at its sole
and absolute discretion, to conduct searches of persons (including employees) and their personal
vehicles and belongings on Company property, including desks, lockers, cars, packages, toolkits,
bags, purses, and briefcases, as well as voicemail, computers, and computer software, e-mail,
files, storage and other media without advance notice. Desks, lockers, telephones, voicemail,
tools, personal computers and computer media and other items supplied by the Company are
and remain Company property. Failure or refusal to consent to a search when requested by
the Company, or failure to cooperate fully in any investigation, may result in discipline up to and
including immediate termination.
EMPLOYEE CONDUCT
The best working conditions exist where all employees conduct themselves with respect and
consideration for themselves, their fellow employees, and the Company. While we hope and
expect the need for disciplinary action will be rare, when your job performance, professionalism,
attitude or conduct falls short of our established standards, we will take appropriate action. Such
action may range from verbal and written warnings to termination, at the Company’s sole and
absolute discretion, and the severity of discipline shall be considered by the Company on a case-
by-case basis, based on the facts as it knows them. The Company reserves the right to impose
termination for the first offense of misconduct, at the Company’s sole and absolute discretion.
38
SEPERATION
SEPARATION OF EMPLOYMENT
SSA asks employees who voluntarily decide to resign from the Company to submit a written
notice of resignation to the employee’s direct leader and your unit’s in-unit point person at least
two (2) weeks prior to the last day of employment. You may not be eligible for rehire if you resign
without giving adequate notice.
Upon separation of employment , whether voluntary or involuntary, you will be required to

immediately return all documentary or tangible confidential information, and all other property
of SSA and/or the unit where you are working that is in your possession, custody or control,
including but not limited to keys, access cards, passes, credit cards, equipment, vehicles,
computers and Company documents. The Company’s policy is not to rehire employees who have
been terminated for disciplinary reasons (either in whole or in part).
Your final paycheck will be issued to you in accordance with state and/or local law. If you utilize
direct deposit for your paychecks, this service may immediately cease when you resign or are
terminated.
39
CONCLUSION
CONCLUSION
ENFORCEABILITY
Should any provision of this Agreement be held by a court or arbitral authority of competent
jurisdiction to be unenforceable and thus stricken, such holding shall not affect the validity of the
remainder of this Agreement, the balance of which shall continue to be binding on the parties.
ARBITRATION AGREEMENT
Any dispute, controversy or claim arising out of, relating to or in connection with your
employment shall be finally resolved by arbitration, pursuant to the employment dispute rules of
the American Arbitration Association, unless that claim is not allowed to be arbitrated pursuant
to law. Any arbitration conducted pursuant to this handbook shall be conducted in the county
where the employee works or another mutually agreeable location, before a single arbitrator
agreed to by the parties. Upon filing of a dispute, claim, or lawsuit, either party shall have the
opportunity to serve the other party with a written notice to arbitrate pursuant to this section
of the handbook, within fifteen (15) calendar days of receipt of the notice that a dispute, claim,
or lawsuit has been filed or intends to be filed. If the parties cannot agree on an arbitrator
within thirty (30) days from receipt of a notice to arbitrate, each party shall select an arbitrator
and those arbitrators shall agree on a third arbitrator, who shall preside over the dispute. The
arbitrator shall have the power to rule on any challenge to its own jurisdiction or to the validity or
enforceability of any portion of the agreement to arbitrate. The parties agree to arbitrate solely
on an individual basis, and that this agreement does not permit class arbitration or any claims
brought as a plaintiff or class member in any class or representative arbitration proceeding. The
arbitral tribunal may not consolidate more than one person’s claims and may not otherwise
preside over any form of a representative or class proceeding. Notwithstanding the tribunal’s
power to rule on its own jurisdiction and the validity or enforceability of the agreement to
arbitrate, the tribunal has no power to rule on the validity or enforceability of the agreement to
arbitrate solely on an individual basis.
SUMMARY
All of these policies can be summed up by saying that as an employee of SSA, you can be assured
that we want to work with you to help you become the best you can be. We intend to treat
you with respect, and we expect you to treat your co-workers, leadership team, guests, clients,
vendors and other affiliates of SSA and our partners with respect and cooperation.
If you have any questions or comments about anything contained in this Handbook, please feel
free to discuss the matter with your unit’s point person, the General Manager, and/or the People
Department.
40
CERTIFICATE OF RECEIPT
CERTIFICATE OF RECEIPT
I acknowledge that I have received and have had an opportunity to read a copy of the SSA
Employee Handbook. I understand that this Handbook is solely for the purpose of summarizing
the Company’s current policies, benefits and rules, that it is not a contract or enforceable
promise or guarantee of any kind, whether of employment or of any specific terms or conditions
of employment or procedural rights, and that any or all portions of this Handbook may be
amended or eliminated from time to time without notice. I understand that my employment
with the Company is at-will and can be terminated either by me or by the Company at any time,
for any reason, with or without notice.
By initialing here, _____________, I further understand and acknowledge SSA’s Equal

Employment Opportunity and Harassment Policies, defined on pages 12 through 16 of the
Employee Handbook, and the potential consequence of violating such policy.
By initialing here, _____________, I further understand and acknowledge the Arbitration

Agreement, defined on page 40 of the Employee Handbook.
By initialing here, _____________, I further understand and acknowledge that, unless otherwise
noted in a unit-specific policy or otherwise required by law, SSA will deduct $4.00 per shift for a
meal during each of my shifts. I consent to this $4.00 deduction for each SSA-provided meal I eat.
I understand that if I ever want to waive my SSA-provided meal, I have the option to do so when
clocking out on the time clock.
If I am a FTBE or salaried employee, I further acknowledge that I received, understand, and

acknowledge the SSA Benefits Guide applicable to my category of employment, as acknowledged
by my initials here _________.
Date:
Employee’s Signature
Date:
Witness’ Signature
If you are under 18 years of age, it is required that your parent or legal guardian sign this form, so
they are aware of SSA’s policies in case you are hurt while on the job.
Date:
Signature of Parent or Legal Guardian
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Employee

For California employees, please see your California-specific employee handbook.

“Never doubt that a small group of thoughtful, committed people

NO ONE DOES FOOD, RETAIL

ADAPTABILITY AND RESILIENCE AT OUR FOUNDATION

BUILT BY FAMILY, FOR FAMILIES

OUR CORE COMPANY ... Now with

Sean K. McNicholas Eric Loyall Shannon Fitzgerald

GROWTH ATTRACTION BREAKDOWN

SSA doubled in size between 2004 Zoos /

We serve over Museums / Aquariums /

KEEP UP WITH US!

DICE CHAPTER TEAMS: In-unit chapter committees of local

MENTORSHIP PROGRAM: This is an opportunity for leaders to be paired with a

WHAT INSPIRES YOU?

“Having the privilege to develop others into

“Getting to work with a diverse group of

“Working for a company that places such

“Knowing that I am really appreciated and loved in my job.”

The future belongs to those who

PEOPLE DEPARTMENT: The People Department is based at SSA’s Headquarters in

Back Row, Left to Right:

Front Row, Left to Right:

PURPOSE OF THIS HANDBOOK

ABOUT YOUR EMPLOYMENT

NEW EMPLOYEE INTRODUCTORY PERIOD

OUR COMMITMENTS TO YOU

OUR POLICY AGAINST HARASSMENT, DISCRIMINATION, AND

HARASSMENT AND DISCRIMINATION OVERVIEW

COMPLAINT, INVESTIGATION, AND DISCIPLINARY ACTION PROCEDURES

2. If possible, document each incident of alleged harassment, discrimination, or retaliation,

RAISING A CONCERN OR COMPLAINT

• Medical, dental, and vision insurance;

• Basic Life and AD&D Insurance;

• Voluntary Life and AD&D Insurance; If you are a FTBE or

• Long-Term and Short-Term Disability insurance (for

HEALTH INSURANCE MARKETPLACE

Partnering with cultural

• The birth of a child or placement of a child for adoption or foster care;

BENEFITS & PROTECTIONS

• Have worked for SSA for at least twelve (12) months;

JURY AND WITNESS DUTY

STATE MANDATED LEAVES

TIME RECORDS & PAY

PAYDAY AND PAYROLL DEDUCTIONS

SSA highly encourages all employees to either

If you choose to participate in our direct

If you are opted into receiving paychecks, know

ATTENDANCE & YOUR WORKDAY

EARLY SHIFT DEPARTURES

SCHEDULES AND TIME OFF REQUESTS

Unless otherwise noted in a unit-specific

MEAL BREAKS AND REST PERIODS

APPEARANCE, UNIFORMS, AND PERSONAL HYGIENE

Jewelry, tattoos, or other body decoration that are

Personal hygiene is extremely important in

SSA abides by all applicable state laws protecting an

property, as well as Company-sponsored off-site events, unless a designated smoking area is

CASH HANDLING/TIPS POLICY

PERSONAL ELECTRONIC DEVICES POLICY

INFORMATION TECHNOLOGY POLICY

SOCIAL MEDIA POLICY